Facet 5 Audition Module Facilitator Date Year Audition

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Facet 5 Audition Module Facilitator Date Year

Facet 5 Audition Module Facilitator Date Year

Audition Module Audition is a leading-edge online assessment tool that enables informed and effective

Audition Module Audition is a leading-edge online assessment tool that enables informed and effective recruitment, talent identification and succession planning decisions. Audition allows organisations to agree the role elements that are essential for success prior to selection, ensuring best fit of a candidate to both role and organisation.

Audition Module Recruitment & Selection v Selection decisions are often made with a complex

Audition Module Recruitment & Selection v Selection decisions are often made with a complex web of information v The candidate’s prior achievements, competence, and technical knowledge all need to be assessed v It is often a costly and time intensive exercise, with little consistency in approach v While reference checks often add to the complexity without always adding value

Audition Module The key to successful recruitment & selection v A robust selection process

Audition Module The key to successful recruitment & selection v A robust selection process should streamline the way of determining the individual’s fit for the role, team and culture v The process should also provide helpful information on how personal attributes help or hinder success once in the role, team and the organisation v Performance depends not only on ‘competence’ but on ‘personality fit’.

Audition Module Facet 5 Audition enables organisations by: v Reducing the time and cost

Audition Module Facet 5 Audition enables organisations by: v Reducing the time and cost to successfully fill roles, v Informing talent identification and succession planning processes, v Ensuring consistent recruitment and selection processes, v Increasing retention through early, meaningful engagement v Supporting the successful integration of new appointments

Audition Module Facet 5 Audition Process 1 2 Define Compare Define the role using:

Audition Module Facet 5 Audition Process 1 2 Define Compare Define the role using: • Empirical research • Top performers • Expert opinion Assess the person • Facet 5 Questionnaire 3 Select 4 Integrate Interview the person Integrate the person • BEI Guide • Facet 5 Profile • Leading. Edge • Search. Light Compare • Work. Prefs • Comparison table • Convergence chart

Defining the Ideal Candidate 1 Define You can define the ideal candidate using three

Defining the Ideal Candidate 1 Define You can define the ideal candidate using three methods. v Empirical Research : Used when an organisation may have detailed research indicating that people with a particular Audition Personal Profile is more likely to succeed v Top Performers: Used when there may be known individuals (for whom there is Facet 5 data) who possess the ideal attributes for success in the role v Expert Judgment: This approach applies where there is a number of people who all know the behavioural requirements of the role

Role Definition Empirical Research • Used when an organisation may have detailed research indicating

Role Definition Empirical Research • Used when an organisation may have detailed research indicating that people with a particular Audition Personal Profile is more likely to succeed. • A typical application would be high volume selection processes such as Call Centres. • In such a research project Facet 5 data is collected from a substantial (usually at least 1001 cases) sample. • For each of these cases we would have a reliable indicator of “performance”. A thorough statistical analysis is then conducted to determine which Facet 5 factors appear to be linked to performance

Audition Training Module Top Performers v In this case there may be known individuals

Audition Training Module Top Performers v In this case there may be known individuals (for whom there is Facet 5 data) who possess the ideal attributes for success in the role. v Audition will allow you to summarise the Facet 5 profiles for this group and create a template based on this summary

Audition Training Module Expert Judgment • This approach applies where there is a number

Audition Training Module Expert Judgment • This approach applies where there is a number of people who all know the behavioural requirements of the role. • It utilises Audition’s integrated multi-rater process. • Direct estimates are obtained from raters who understand the requirements of the role. • The system produces a multi-rater view of the requirements for the role expressed directly as behaviours related to the 13 Facet 5 sub-factors • For this you need a group of “expert judges” who understand the requirements of the targeted role

Audition Training Module Expert Judgment • The system has 5 viewpoints: • Manager of

Audition Training Module Expert Judgment • The system has 5 viewpoints: • Manager of the role • Incumbent • Peers • Direct reports • Other reviewers – any person qualified to comment – customers • There is no limit to the number of people who can contribute, however • Each person must be knowledgeable about the role

Audition Training Module Live Demonstration 1. Define the role • Role Template from Expert

Audition Training Module Live Demonstration 1. Define the role • Role Template from Expert Judgment • Role Template from Top Performers 2. Compare • Creating and running an Audition Project • Single person to a single template • Multiple people to a template -Comparison • Multiple people to multiple templates – Compound Audition 3. Select • BEI Guide 4. Integrate • Facet 5 profile

Profile Comparison – Histogram – Similarity table showing • • Template Name T-score Respondent’s

Profile Comparison – Histogram – Similarity table showing • • Template Name T-score Respondent’s scores 16

t-scores and closeness of fit If you have a t-score of 30 then If

t-scores and closeness of fit If you have a t-score of 30 then If you have a t-score of 50 then 50% (1 in 2) of the 98% of the population fit the template better than you do STEN 1 2 t-score 20 25 30 Pct Closer 99 98 3 4 40 85 5 6 7 8 If you have a t-score of 70 then only 2% of the population fit the template better than you do. 9 10 50 60 70 75 80 50 16 2 1 17

Convergence Chart • Click name for Convergence Chart • Deviation Scores – Colour codes

Convergence Chart • Click name for Convergence Chart • Deviation Scores – Colour codes < 1 sten diff > 1 but <= 2 sten diff > 2 but <= 3 sten diff > 3 sten diff Audition Workshop 18

Convergence Labels E. g. Determination • Jennifer scores 9. 7 on Determination • Template

Convergence Labels E. g. Determination • Jennifer scores 9. 7 on Determination • Template asks for 7. 5 • She is 2 stens higher therefore she is in Band 2 and colour is dark orange and the statement is 19

Interview Guide • Convergence Chart • Interview Guide – – – Ideal Relationship to

Interview Guide • Convergence Chart • Interview Guide – – – Ideal Relationship to ideal Suggested questions Space for responses Behaviourally Anchored Rating Scale (BARS) Audition Workshop 20

Audition Training Module Integration • Facet 5 Profile • Search. Light • Leading. Edge

Audition Training Module Integration • Facet 5 Profile • Search. Light • Leading. Edge • Work Preferences

Facet 5 System Update 2013 Thank you and Questions

Facet 5 System Update 2013 Thank you and Questions